Employer staffing guide
Contract Staffing vs Direct Hire: A Guide for Healthcare Employers
Compare the employment relationship, responsibilities and practical questions before deciding how to recruit your next nurse or physical therapist.
Employer resources from MOS Therapy Staffing
The decisions at a glance
Decide whether we or your facility should employ the professional.
A staffing rate and a recruiting fee cover different arrangements.
Duration, readiness and candidate fit matter in either model.
Start with the employment decision
When a facility has an open RN or PT position, the first question is often how quickly it can find someone. Before choosing a recruiting arrangement, ask another question: who should employ the professional?
With our Contract Staffing service, we are the employer of record, while the facility directs clinical work and day-to-day supervision. In Direct Hire, the facility selects, hires and employs the professional. Both require a clear role and a qualified candidate; they divide employment responsibilities differently.
Compare the responsibilities side by side
| Decision | Contract Staffing | Direct Hire |
|---|---|---|
| Employer | We are the employer of record | Your facility hires and employs the professional |
| Clinical direction | Your facility directs clinical work and day-to-day supervision | Your facility directs clinical work and day-to-day supervision |
| Employment administration | We handle employment administration | Your facility assumes employment responsibilities |
| Later direct employment | A Temp-to-Perm conversion may be discussed under agreed terms | Direct employment begins with the hire |
| Commercial terms | Staffing rates, duration and responsibilities are defined in the agreement | A recruitment fee applies according to the Direct Hire agreement |
Use the comparison as a starting point. The signed agreement determines the actual responsibilities, fees, notice requirements and support for your engagement.
Consider duration, readiness and uncertainty
A persistent vacancy and an occasional shift gap are different buying decisions. Our staffing model emphasizes longer-term relationships. A facility primarily seeking PRN or one-time coverage may need a different resource.
Consider Contract Staffing
You want an assignment-based arrangement with us handling employment administration.
Consider Direct Hire
Your organization is ready to select and employ the professional from the beginning.
- How long do we realistically expect to need the professional?
- Are the role, schedule and financial parameters defined?
- Who will interview candidates and make the selection?
- Can our team complete the required onboarding within the intended start window?
- Which employment responsibilities do we want to manage internally?
Compare the complete arrangement, not one price
A staffing rate and a recruitment fee pay for different arrangements. Compare the responsibilities included, expected duration, onboarding work, internal administration and terms for changes or an early end. A single hourly figure does not answer all of those questions.
We’ll explain what is included and what your facility manages. Discuss timekeeping, invoice approvals, payment timing and any additional agreed arrangements before committing. For Direct Hire, clarify the recruitment fee and the terms of any replacement provision. Avoid assuming that one model is always less expensive.
Keep Temp-to-Perm within the contract pathway
Temp-to-Perm begins with Contract Staffing. A facility and professional may later consider direct employment, subject to a conversion arrangement with us.
It is not the same as Direct Hire from the start. Do not assume a universal conversion date or fee. Ask how the specific agreement treats a later change in employment, and make sure the professional’s interest is part of the discussion.
Bring a role brief to the conversation
A useful brief includes the profession, setting, location, schedule, qualifications, expected duration, desired start window and employment preference. Identify essential requirements and where you have flexibility.
For details of each service, review Healthcare Contract Staffing and Healthcare Direct Hire Staffing. If your organization has both RN and PT vacancies, evaluate each role individually; the same model need not apply to every opening.
Start with the role
Choose the model after defining the role
Share the vacancy and your employment preference. We’ll help you compare the staffing arrangements for your organization.